Outline:
The Need for a New Workplace Norm
With the increasing popularity of remote work, many employees no longer need to be physically present in their offices for eight hours a day. This shift has prompted Anessa Fike, founder and CEO of fractional HR consulting firm Fike+ Co and author of The Revolution of Work, to advocate for companies to rethink their workplace norms.
Fike describes the traditional 9-to-5 schedule as “really archaic.” She highlights that while there have been significant changes in other areas of life, the workplace has remained largely unchanged from what previous generations experienced. This rigidity can create challenges for employees trying to balance their professional and personal responsibilities.
One major issue is the misalignment between the 9-to-5 schedule and school hours, which makes it difficult for parents to manage childcare. Fike argues that this inflexible model is unsustainable, especially with growing concerns about employee burnout and disengagement.
A Shift Post-Pandemic
The pandemic acted as a turning point for workplace dynamics. Many workers experienced the benefits of remote or hybrid work during this time, leading them to push back against strict schedules and return-to-office mandates. Fike notes that people are increasingly tired of being told what to do in their professional lives.
She suggests that companies may be reluctant to relax their office requirements for several reasons. One key factor is the desire to recoup costs associated with maintaining office spaces. Real estate owners often push for return-to-office policies to generate revenue.
Additionally, RTO mandates can serve as a control mechanism for managers who struggle to effectively lead teams without seeing them in person. Fike believes that some leaders are simply unwilling to adapt and find creative solutions. Instead, they often cite excuses like “it’s hard” or “that wouldn’t work for us.”
The Impact on Employee Satisfaction
Lack of flexibility in work arrangements has become a major reason for employees seeking other jobs or transitioning to freelance or contract work. Fike emphasizes that many people are fed up with being told where and when they can work, including when they can take lunch breaks.
“We’re adults. Do we really want to be told this?” she asks. The desire for autonomy and control over one’s work life is becoming more important, especially among younger generations.
Embracing Flexibility in the Future of Work
Fike believes the future of work lies in flexibility. She stresses the importance of asking employees what they need and tailoring work arrangements accordingly. For example, some Gen Z employees prefer coming into the office to learn from peers, while others may never want to return to an office setting.
Not everyone is productive between 9 a.m. and 5 p.m., Fike points out. She highlights the diversity of human productivity and the need to accommodate different working styles. Many people only discover their peak productivity hours after leaving corporate settings.
“If we could help people discover these things earlier in their careers, imagine the productivity gains,” she says.
Strategies for Flexible Work Models
One effective strategy that companies have successfully implemented is the use of ‘core hours.’ Employees are given the freedom to set their own schedules but are expected to be available during specific times each day. Fike encourages businesses to engage in open conversations with their employees, explore various work models, and experiment with different approaches.
By fostering a culture of trust and flexibility, companies can better meet the needs of their workforce while improving overall productivity and job satisfaction.